Typical Career Path Research Articles

ROMA/CIGÁNY GYERMEKEK A DEBRECENI LABDARÚGÓ AKADÉMIÁN – EGY KVALITATÍV VIZSGÁLAT EREDMÉNYEI

One of the aims of the present study is to briefly outline the issues related to gipsy and sportsmen in the literature, and to interpret the main challenges and potential barriers that arise in this context (Bailey, 2005; Sütő-Gabóda, 2013; Kovács, 2016; Faragó and Konczosné, 2017). We also aim to review the most important contexts related to the social background of athletes and, more narrowly, football academics as a possible option for breakout opportunities, based on the football academy system that has been operating in Hungary since 2001 (Rábai, 2021), and to examine specifically how the Debrecen Football Academy can help young people of gipsy origin to break out. The focus of our study is qualitative research, during which we interviewed the leaders of the Debrecen Football Academy in order to get answers to our questions about the gipsy children in the academy. During the interviews, the interviewees provide an overview of the recruitment, social background and typical career paths of gipsy children who have attended the academy so far, as well as a general discussion of their situation and opportunities. Based on our results, the children studying and developing at the football academies have a stable social background, and the Debrecen Football Academy also offers scholarship-like support opportunities that can help children from lower social status in the institution receive significant support. Academy leaders emphasized during the interviews that, although gipsy children often drop out of education, they have a number of successful careers behind them, suggesting that they too have every opportunity to break through the academy. Interviewees also said that they do their best to support gipsy children so that no one is disadvantaged because of economic or social deprivation.

University and society in the United States

This text is a review of the monograph by Professor Alexander I. Kubyshkin devoted to the history and structure of the U.S. colleges and the relations between universities and American society. The review focuses on the author’s research of the role that universities play in political and social life of the United States, the analysis of typical career paths of professors and highlights that the goals that American society sets before the universities are much broader compared to those common in Russian education.

Career Strategies for Higher Education Teachers

The article analyses autobiographical essays on key career stages and typical career paths written by Russian university teachers. Motives and attitudes influencing their decisions whether to continue or finish their careers are identified. The article studies career strategies and motivation of academic and teaching staff to be involved in the academic labour market. Based on these results, three key career tracks are formed: 1) intracorporate (classical inbreeding) – university graduates are employed in the same university they graduated from; 2) intraprofessional – university graduates choose to work in the academic field outside their alma mater; 3) mixed (intercorporate) – university graduates may leave the academic field immediately after graduation or sometime later, but then return to the field of higher education as members of academic and teaching staff. The study of the autobiographical essays of academic and teaching staff in higher education has shown that there are eight stages of academic career related to: obtaining higher education, having work experience and subsequent employment, obtaining a Candidate of Sciences Degree or second higher education, career changes after defending a post-graduate thesis, obtaining a PhD and subsequent career changes and becoming a corresponding member or an academician at the state academy of sciences. These stages create a fork in the road (potential opportunity) for academic and teaching staff to follow or to change their career paths. The study was conducted using the method of semi-formalised expert interview with 86 members of academic and teaching staff from five Russian universities – Tyumen State University, Tomsk State University, St. Petersburg Polytechnic University, National Research Nuclear University (MEPhI).

Le Métier du maître de musique d’Église (XVIIe–XVIIIe siècles): Activités, sociologie, carrières. Ed.Bernard Dompnier and Jean Duron.

Taking the role of maître de musique d’église (church music master) during early modern France as a subject for detailed investigation, this edited collection asks questions that have hitherto remained relatively unexplored in previous scholarly publications. For example, what duties were expected of such a figure, and how did these vary according to the status and geographical location of the ecclesiastical establishment? What can be known about maîtres’ teaching practices and how this relates to their compositional output? What were their professional relationships like, both with their fellow musicians and the non-musical personnel alongside whom they had to work? Finally, what was the typical career path of a maître de musique d’église, and how (if at all) did this change across the early modern period, both in France in other parts of Europe? Developed from a conference organized jointly by the Centre de musique baroque de Versailles (Paris)...

The power of code: women and the making of the digital world

ABSTRACT Most research on gender and digital communication centers on how women use digital media, how they participate online, or how they are treated in online forums and social media. This article, in contrast, approaches gender from a behind the screen perspective. How algorithms and platforms are created, designed, and maintained, the affordances they provide for users and how they govern the ways users communicate with each other, has a major impact on digital communication. However, it is mostly men who create these technologies. Our study approaches technologies as socio-cultural, departing from the concept of network media logic. Empirically, it is based on (1) the review of a diverse body of literature from the history of programming, professional sociology, and computer science and documents such as the diversity reports from tech giants, as well as on (2) 64 semi-structured expert interviews conducted with male and female programmers in seven countries over a time-period of four years. Results show that the gender gap continues to run deep. We report results in four dimensions: professional culture, pervasive stereotypes, lack of role models and typical career paths.

ФОРМИРОВАНИЕ КАЗАХСКОЙ ИНТЕЛЛИГЕНЦИИ В УЧЕБНЫХ ЗАВЕДЕНИЯХ ОРЕНБУРГСКОГО КРАЯ: ОТВЕТ НА ВЫЗОВЫ ПОРЕФОРМЕННОЙ МОДЕРНИЗАЦИИ

The article summarizes data on the education of non-Russians of Kazakh origin in the so-called “Russian” secondary and vocational educational institutions of the Orenburg region (gymnasiums, teacher’s schools, paramedic schools, agricultural schools) during the period of post-reform modernization. It shows the typical career paths of Kazakh graduates of these educational institutions, reconstructs main difficulties accompanying the process of recruiting Kazakhs to these schools and studying in them. It is concluded that the policy of acculturation in the field of education implemented by the central and regional authorities was activated in the post-reform period in connection with the involvement of national minorities in the modernization processes of the development of outlying territories. The formation of the Kazakh intelligentsia in the Orenburg region and the adjacent Kazakh steppe was directly related to the educational and enlightenment policy of the imperial structures. The empire made great strides on the way of construction of a single socio-cultural space in the region, one of the components of which was the creation of an education system with the inclusion of both Russian-Kazakh and aul schools, and “ordinary” secondary and professional educational institutions that admitted non-Slavic population. As a result, Orenburg has become the city where the foundations were laid for the development of the Kazakh intelligentsia, and, consequently, for the consolidation of the Kazakh national identity. It is emphasized that it was not despite but thanks to the imperial policy of acculturation by means of enlightenment. The author concludes that the post-reform modernization challenge, associated with the contradiction between innovations penetrating the steppe and the lack of an opportunity in the “foreign” Kazakh environment to adequately perceive them and use the proposed infrastructure for the benefit of their own development, gave rise to an response in the form of Kazakhs integrated through the Russian educational system, who became the new elite of the Kazakh people — not by right of blood, but based on the acquired new competencies and outlook on life. This new national intelligentsia has become a powerful factor in the cultural and even state growth of Kazakhs within Russia.

Początki politycznej kariery czołowych polityczek CDU i CSU na poziomie federalnym w Niemczech w latach 1991–2018

The article focuses on the first steps in the political career of female politicians from the Christian Democratic Union (CDU) and the Christian Social Union (CSU), who assumed top political positions at the federal level in Germany between 1991 and 2018. The author analyses when the female leaders of the CDU and CSU took their first parliamentary seats in the German Bundestag, when they obtained the first leading positions at the federal level, and also how many years after joining the party this took place. It is also interesting whether top female politicians took their first parliamentary seats through votes in direct districts or thanks to the party list (second votes). Do the career paths of the female politicians from the Christian Democrats fit the model of typical career paths, or do they also include those who have avoided key positions on their way to the top?

EMPLOYEE UPSKILLING IN A TEAL ORGANISATION AS AN IMPORTANT ELEMENT OF ITS FUNCTIONING

Acquisition of skills and knowledge by employees is one of the most important elements of gaining competitive advantage, but also of creating a modern company based on knowledge and experience. This article aims to highlight the issue of employee upskilling in teal organisations. The particular importance of this issue stems from the fact that such companies do not offer typical career paths and their employees have to look after their development and acquisition of new and useful skills on their own. The article presents the actions undertaken by a teal organisation and its employees in terms of supplementing qualifications and acquiring new skills. The article is based on literature on the subject of employee training and upskilling. In addition, information was also taken from sources which describe the functioning of teal companies. The aim was to present the process of knowledge acquisition by employees in teal organisations and its effect on the functioning of a given organisation.

Four Religious Education Teachers: Four Retrospective Career Trajectories

This article examines the career paths of Finnish Religious Education (RE) teachers who were born in the 1930s, through a retrospective, self-autobiographical life history approach. The material reported here is a part of wider data of mainly written narratives (N = 62) from RE teachers who recount their career trajectories. In these career-focused life histories, the teachers outline their own professionalism as embedded in changing sociohistorical contexts, where to a great extent they tell about the active development of the school and the teaching of their particular subject to answer to the changing needs and challenges. Some teachers have, along with their teaching, also been actively involved in different communities or associations. Many of the Religious Education teachers here reflect on their career paths in relation to their profession as a teacher and often also with double qualifications as pastor trained theologians. At times, this constructs a possibility for tension between the roles of a teacher and that of a pastor, and in the perceptions of RE as a school subject and as something “preached” in the pulpit—some see their professionalism above all in relation to their religious life. This also includes a notable gender divide in the data, as at the time when these teachers gained their professional qualifications, it was only possible for men to be ordained in the Finnish Lutheran Church. Succeeding this, the male teachers in these data commonly have pastorhood as their first profession. For the purpose of this article, the career accounts of four teachers have been selected for further analysis, as they were perceived as telling examples of the wider material in terms of more or less typical career paths.

The Dilemma of Mobility: The Differential Effects of Women and Men's Erratic Career Paths

Author(s): Leung, Ming D. | Abstract: It is well recognized that organizations play a central role in generating inequality in employment outcomes between women and men. Women are often disadvantaged relative to men when they enter firms either because they are more likely to enter into lower paying positions or into roles that offer less advancement opportunities. What is less well-understood are the mechanisms though which women may be able to overcome these disadvantages. One theoretical solution to this problem is for women to undertake less typical career paths within the firm and move to more fecund jobs and job ladders that offer more opportunity for advancement. However, there is a risk to moving atypically, as erratic careers are often viewed negatively. We investigate this question with monthly observations of 53,311 exempt U.S. employees at a West Coast Fortune 500 tech company over an eight year period, from 2008 to 2015. We first demonstrate that jobs disproportionately staffed by women are, on average, of lower pay and lower advancement opportunities within the firm. We find, erratic career mobility, defined as a sequence of atypical job moves, results in differential outcomes for women and men. Specifically, women who move erratically are promoted faster than similarly erratic men. However, this effect is the opposite for performance appraisals. More erratic mobility by women results in lower performance appraisals than similarly erratic men. Mobility is therefore a double-edged sword for women - we refer to this as the dilemma of mobility.

Big Legal History and the Hundred Year Test

The generation of legal historians working in the opening decades of the twenty-first century have an opportunity to use digital technology to bring the sources of legal history to a wider audience of scholars and to facilitate the research of future scholars for many generations to come. I say this because, commencing in 1999, I compiled a searchable database of identifying information about and content of the 22,318 reports in the Year Books, cases decided in England's courts of common law between 1268 and 1535. With the generous support and sponsorship of the Ames Foundation, my database has become an online scholarly resource used frequently by researchers and students of English legal history and other disciplines. This has been the most rewarding experience of my scholarly career. Projects such as the one I undertook, and which I call “big legal history,” can require a number of years to complete, as in my case, or else a team of scholars whose contributions all need to be closely coordinated. Because the compilation of large digital resources does not fit the typical career path of most legal historians, I offer here an account of the origins of my project, some of the choices that I had to make at its outset, the progress that I made, and the rewards that I have received along the way.

The Bulgarian educational system and gender segregation in the labour market

ABSTRACTSchool-to-work transitions are embedded in the institutional structures of educational systems. In particular, vocational education has been linked to greater horizontal gender segregation in employment. Similarly, research on higher education has uncovered how stratification at the tertiary level can promote gender segregation in the labour market. This paper investigates how gender typical employment is conditioned by the institutional features of the educational system in Bulgaria. Despite the post-socialist transformations of Bulgaria's educational system and its labour market, horizontal gender segregation has remained rather moderate from an international perspective. We use data from a 2012 nationally representative survey. We find that the educational system shapes the gendered occupational trajectories for men but it does not hold the same explanatory power for women. Neither vocational nor higher education has a significant effect for women. In contrast, men with vocational education are more likely to work in male-typed occupations and, in line with the literature, higher education steers men toward gender mixed and a-typical occupations. Our study points to the importance of educational institutional factors in shaping gender (a)-typical career paths. The Bulgarian case, in particular, offers insights into the mechanisms that can potentially decrease horizontal gender segregation in the labour market.

Excellence in IT Project Management

With almost thirty years since the start of our quest to find Fred Brooks' magical “Silver Bullet” to slay our productivity horrors, and twenty years since the first Standish report on IT project success and failures, are we getting closer? This paper discusses and challenges current thinking on process improvement initiates to provide answers of how we can significantly improve IT project productivity and consider that to achieve a step change in improvement requires a different approach. Recent Standish research has highlighted the Agile Methodology as being particularly successful for the smaller IT project. However, what specifically is creating this improvement? Is it the process itself or is there something that the process enables? The hypothesis presented is that in order to create the step change improvement in IT project management delivery, we need to significantly improve the inter-personal skills of the whole IT project management team. The revolution for improved productivity will stem from challenging the typical career paths of technology learning to provide a much greater focus on the softer skills.

Too Early or Too Late: A Sequence Analysis of Executive Career Timing

The executive career development literature holds as a strong premise that executives learn from career experiences and job assignments to be prepared for increasingly complex organizational positions. The temporal aspect of a career, namely the sequence of career experiences and events, however, is yet to be fully explored. This study utilizes the complete career paths of 49 high-level executives in a Fortune 100 company and examines the time sequence of their managerial transitions, to identify critical patterns in relation to career outcomes. Based on optimal matching cross organizational levels and role types, four typical career paths were found. Most significantly, a positive effect of “career misfit” was found to affect promotion rate, and this effect was moderated by executives’ competencies. Findings from this empirical study provide theoretical and practical implications for executive career development.

Get the job you really want

In my previous article (careers January 23) I looked at how to provide examples of your personal achievements and develop a fulfi lling career when there are fewer promotion opportunities. Here, I will examine ways of increasing your chances of promotion. First, investigate the typical career path for your chosen fi eld, the average experience required at your current grade and the frequency with which roles become vacant. This information should provide the context for your preparations and a guide to the experience you might still need. If you use the rating system described in the How do you rate? box (above), you will be able to compile a list of activities to refi ne your existing skills or learn new ones to strengthen your case for promotion. It is worth talking to someone who is already in the role you are interested in to fi nd out if the job description is an accurate representation of what the post entails. What are the best and worst things about the role? How did they get promoted? Now think about the different ways in which you could gain the experience you have identifi ed that you need. You could: Become involved in projects. Volunteer for a working group or cross-departmental meeting. Take on some duties of the role above you when the post-holder is away. Encourage the person above you to delegate some activities. Shadow someone in the role when they are performing something you want to learn. Although it might seem odd, the more you behave as if you are already doing part of the role, the more people can see you in that role and the greater your chances of promotion. Finally, think about people who will support you. This may be: Your manager If he or she is aware that you are looking for an upwards move, they are more likely to think of you when delegating or looking for people to be involved in projects. Your mentor If you do not have a mentor, search for someone in the organisation who is not in daily contact with you, but who can offer support and access to a wider network and opportunities. A role model or someone who you admire It may be the way he or she does the job, manages patients or generally gets on with people across the organisation. Think about what you would do differently if you were to act like that person. We learn a lot by copying others, particularly in more subtle areas such as the elusive bedside manner. Finally, gather evidence as you go using the STAR (situation, task, action, result) method described in the previous article. It is easy to forget important details of your achievements by the time the promotion round arrives NS

Organizational Misfits and the Origins of Brokerage in Intrafirm Networks

To extend research on the effects of networks for career outcomes, this paper examines how career processes shape network structure. I hypothesize that brokerage results from two distinct mechanisms: links with former coworkers and with friends of friends accumulated as careers unfold. Furthermore, I hypothesize that “organizational misfits”—people who followed career trajectories that are atypical in their organization—will have access to more valuable brokerage opportunities than those whose careers followed more conventional paths. I tested this hypothesis with career history data recorded longitudinally for 30,000 employees in a large information technology firm over six years and sequence-analyzed to measure individual-level fit with typical career paths in the organization. Network position was measured using a unique data set of over 250 million electronic mail messages. Empirical results support the hypotheses that diverse, and especially atypical, careers have an effect on brokerage through mechanisms rooted in social capital, even when accounting for endogeneity between networks and mobility. In theorizing about misfit from prototypical patterns, this paper offers a new, theory-driven application of sequence-analytic methods as well as a novel measure of brokerage based on interactions across observable boundaries, a complement to the structural constraint measure based on interactions across holes in social structure.

Organizational Misfits and the Origins of Brokerage in Intra-Firm Networks

We have ample empirical evidence of the effect of brokerage in intraorganizational social networks on career outcomes, but we know less about how network structure originates as a result of career processes. In this paper, I argue that brokerage results from two distinct mechanisms – links with former co-workers and with friends of friends accumulated as careers unfold. Furthermore, I hypothesize that “organizational misfits” – individuals who follow career trajectories that are atypical in their organization – will have access to more valuable brokerage opportunities than individuals whose careers followed more conventional paths. Career history is recorded longitudinally for 30,000 employees in a large information technology firm over six years and sequence-analyzed to measure individual-level fit with typical career paths in the organization. Network position is measured using a unique data set of over 250 million electronic mail messages. Empirical results support the hypotheses that diverse – and especially atypical – careers have a causal effect on brokerage through mechanisms rooted in social capital, even when accounting for endogeneity between networks and mobility.

The Gendered Shaping of University Leadership in Australia, South Africa and the United Kingdom

AbstractThis article analyses career trajectories into university management in Australia, South Africa and the United Kingdom (UK), skills required to operate effectively and the power of vice‐chancellors (VCs) and their impact on the gendered shaping of university leadership. It is based on qualitative research with 56 male and female senior managers. The research found that the typical career path was modelled on male academic careers. Not surprisingly, in South Africa and the UK the perception of the top university leader was of a man but in Australia, where more women have been VCs, there was no such assumption. Characteristics valued in university leaders in Australia and South Africa were ‘soft’ leadership traits, but in the UK ‘hard’ aggressive and competitive leadership prevailed. VCs are enormously powerful and can shape the gender balance in management teams and thereby potentially broadening leadership styles beyond the predominant transactional model to include transformational leadership.

Managerial orientation and career success of physicians in hospitals

This article aims to investigate the impact of managerial orientation on the career success of physicians employed in hospitals. The authors collected data between August and October 2006 using a written questionnaire that was sent to all 278 physicians employed in two German hospitals. The data was analyzed using a multinomial logistic regression. The data indicate that a pronounced managerial orientation has indeed a positive impact on the career success of physicians in hospitals. But the results vary with respect to the different dimensions of managerial orientation. Some aspects of managerial orientation are more compatible with physicians' professional values and, consequently, more relevant for career success than others. The acquisition and improvement of management skills seems to be a crucial factor. The impact of managerial orientation on the career success of physicians has been unclear so far. Physicians are trained and socialized according to professional values and norms that are considered to be the antithesis of a managerial orientation. Furthermore, the typical career paths of professionals are different from careers of other occupational groups. However, this paper shows that physicians employed in hospitals need a certain degree of managerial orientation to have a successful and satisfying professional career.

Deutsche Hochschulkarrieren im Fach Volkswirtschaftslehre. Eine deskriptive Analyse von Lebenslaufdaten

Abstract: In this article we describe and analyze the career paths of academic economists employed at German universities. We construct a unique data set combining information from publicly available sources and a web-based poll. The data set covers CV information of 583 individuals that are either tenured or in their post-doc phase. This allows us to document and to analyze patterns of typical career paths and the changes of these patterns over time.